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Establishing Focus Direction - Performance Management Assessment Sample #6





Performance Management System:

Performance Assessments that include Establishing Focus Direction:
Assessment 1 (5-point scale; IDP Comments)
Assessment 2 (3-point scale with Comments)
Assessment 3 (Manager Assessment; 360-Feedback)
Assessment 4 (3-point scale; Rating Limits)
Assessment 5 (3-point scale; Rating Limits)
Assessment 6 (5-point scale with Comments)
Assessment 7 (Comment Boxes Only; IDP)
Assessment 8 (Comment Boxes Only)
Assessment 9 (3-point scale with Letter Grade)
Assessment 10 (360-Feedback; Bonus/Merit Pay)
Assessment 11 (Core Values & Job Competencies)
Assessment 12 (4-point scale; 6 Comment Boxes)
Instructions:
This performance appraisal program is designed to provide a standardized method to:
  1. Provide an objective evaluation of your employee's performance and to share this feedback with the employee
  2. Assist in determining the true development needs of your employee and actions that should be taken to improve their job performance.
  3. This form is intended to ensure fair and equitable salary management. Please note that this review is one of several factors considered in salary decisions.

Manager's Assessment

As a manager, your insights are essential to capture the accomplishments and performance of your team members during the review period. Please provide brief answers to the questions below. The information you provide will be included in the employee's Performance Appraisal.

If you need to submit additional printed sheets, ensure they are signed, dated, and handed over to your Department Head. Additionally, if you believe another individual should contribute to this review, please provide their name and contact details.


Competencies Included:
Establishing Focus/Direction, Objectives, Co-worker Development, Business Acumen, Company, Planning, Global Perspective

Part 1: Skills and Accomplishments


  1. Please provide a comprehensive list of this employee's significant accomplishments and any special projects they contributed to during this evaluation period. This information will help us recognize their efforts and understand the impact to the organization.



  2. Please detail any professional development activities this employee has engaged in, such as
    college courses, additional training, seminars, and trade magazine readings.



  3. What do you consider this employee's greatest strengths in your current job?



  4. Which areas of their performance at the company do you feel they need to improveme?


Part 2: Job Competencies

Rating Scale:

Exceeds ExpectationsPerformance consistently surpasses job requirements. Both the quality of their work and the manner in which they achieved it far exceeded the standards and expectations for the position. They demonstrated exceptional competence and productivity. This high level of performance is evident throughout the year and across all critical aspects of their role.
SatisfactoryThe employee consistently shows satisfactory performance and effectively completes assigned tasks. They are fully competent in their role and perform their duties adequately. However, they may require some direction or supervision.
UnsatisfactoryThe employee consistently falls short of the performance standards expected for this role in nearly all key areas. The quality and manner of their work are below company standards and deemed unacceptable. Without significant and immediate improvement, this rating should prompt the employee to reflect on the suitability of their continued employment.
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  1. Establishing Focus/Direction:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Makes sure that employees understand how their work relates to organizational goals. Maintains focus when handling several problems or tasks simultaneously. Functions well under stress, deadlines, and/or significant workloads. Stays focused even when under pressure and stress.
Comments, Compliments, and/or Constructive Criticism:


  1. Objectives:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Sets long-term and short-term goals. Able to organize work. Communicates goals and objectives to employees. Assures [Company] principles are understood, employed & pursued.
Comments, Compliments, and/or Constructive Criticism:


  1. Co-worker Development:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Provides ongoing feedback to co-workers on their development progress Gives others development opportunities through project assignments and increased job responsibilities Sets and clearly communicates expectations, performance goals, and measurements to others Works to identify root causes of performance problems
Comments, Compliments, and/or Constructive Criticism:


  1. Business Acumen:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Provides a high level of business services to customers. Understands the costs, profits, markets, and added value of issues. Understands and applies business and financial principles. Understands business fundamentals and practices.
Comments, Compliments, and/or Constructive Criticism:


  1. Company:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Attends [Company] gatherings and social events. Expresses loyalty and dedication to [Company] in interactions with others. Understands how decisions impact other business units beyond their immediate department of work group. Impresses upon others the important aspects of [Company].
Comments, Compliments, and/or Constructive Criticism:


  1. Planning:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Divides complex tasks into smaller steps to measure progress toward a goal. Understands what materials will be required to successfully implement the plan. Accurately estimates the duration of tasks. Determines the allocation of funds based on plans for future development.
Comments, Compliments, and/or Constructive Criticism:


  1. Global Perspective:
Unsatisfactory.
Needs Improvement
Satisfactory
Above Expectations
Outstanding
Accepts setbacks and challenges in foreign markets as improvement opportunities Works well with others from different cultural backgrounds. Engages in problem solving with individuals outside of the country. Attends training seminars and conferences to increase skills in working with others globally.
Comments, Compliments, and/or Constructive Criticism:



Part 3: Employee's Individual Development Plan

Short-term Goals
What goals do you wish the employee to accomplish in the next year?


Long-term Goals
What goals do you wish the employee to accomplish within the next 2 to 3 years?


Skill Acquisition
What new skills should the employee plan to acquire within the next evaluation period?